DIVERSITY & INCLUSION IN INVESTMENT MANAGEMENT WORKSHOP Dr. Kelli Palmer Head, Global Diversity & Inclusion and Corporate Citizenship Rebecca Fender, CFA Head, Future of Finance 10 June 2019
DIANNE SANDOVAL, CFA Investment Manager, Trust Level Portfolio Management, CalPERS Past President, CFA Society Sacramento 2
GERALDINE JIMENEZ, CFA Director of Investment Strategy & Risk, CalSTRS Past President, CFA Society Sacramento CFA Institute Standard of Practice Council Member 3
AGENDA 12:30 Welcome 12:35 Overview of the Diversity and Inclusion Guide 1:05 Best Idea for Your Firm 1:10 Discussion by Table on Ideas 1:40 Large Group Discussion 2:10 Overcoming Obstacles 2:25 Closing Comments 2:30 Workshop Ends 4
AGENDA 3:00 Welcome 3:05 Overview of the Diversity and Inclusion Guide 3:35 Best Idea for Your Firm 3:40 Discussion by Table on Ideas 4:10 Large Group Discussion 4:40 Overcoming Obstacles 4:55 Closing Comments 5:00 Workshop Ends 5
WHY DOES THIS MATTER NOW? • Millennial talent • Regulators and policymakers • Client demand • Society • Teams dominate • Awareness of biases 6
CHATHAM HOUSE RULE Participants are free to use the information received, but neither the identity nor the affiliation of the speaker(s), nor that of any other participant, may be revealed 7
METHODOLOGY 6 workshops 99 firms 344 participants $38 trillion AUM https://interactive.cfainstitute.org/DrivingChange 8
9 DIVERSITY & INCLUSION STEERING COMMITTEE: 2019-2020 John Adler Chris Ailman, CFP Beth Bonacquist Janet Cowell Erik Davidson, CFA Chief Pension Investment Chief Investment Chief Administrative Chief Executive Officer Chief Investment Advisor Officer CalSTRS Officer NYSTRS Girls Who Invest Officer & EVP NYC Mayor’s Office Wells Fargo Private Bank Frank Dobbin, PhD Orim Graves , CFA Lori Heinel, CFA Kim Y. Lew, CFA Amy McGarrity , CFA Chair, Organizational Executive Director Deputy Global Chief Vice President, Chief Chief Investment Behavior Harvard National Assoc. of Securities Investment Officer Investment Officer Officer University Professionals State Street Global Advisors Carnegie Corporation Colorado PERA Michael Trotsky , CFA Daniel Miller Oona Stock Wylie Tollette , CFA Beth Tyndall, CHRL Executive Director and Chief Deputy Executive Director EVP Talent & Performance EVP, Client Portfolio Chief People Officer Caisse de dépôt et Investment Officer NYC Board of Education Solutions Ontario Teachers’ placement du Québec Massachusetts PRIM Retirement System Franklin Templeton Pension Fund
Diversity definition The variety of differences and similarities/ dimensions among people, such as: Age Parental status Generation Belief system Geography Personality type Class/caste Race Job role and function Culture Religion Language Disability Sexual orientation Marital status Education Thinking style Mental health Ethnicity Nationality Work experience Gender Work style Native or indigenous Gender identity origins 10
Inclusion definition A dynamic state of operating in which diversity is leveraged to create a • fair, • healthy, and • high performing organization or community. An inclusive environment ensures equitable access to resources and opportunities for all. It also enables individuals and groups to feel safe, respected, engaged, motivated, and valued for who they are and for their contributions toward organizational societal goals. 11
Diversity is being invited to the party; inclusion is being asked to dance. Verna Myers VP, Inclusion Strategy, Netflix Author of “Moving Diversity Forward: How to Go From Well-Meaning to Well-Doing and What If I Say the Wrong Thing?” 12
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20 RECOMMENDED ACTIONS 1. Define diversity 11.Returnship 2. Intersectionality 12.Mentors and sponsors 3. Culture vs. policy 13.“Cultural taxation” 4. Biases 14.Internal networks 5. Storytelling 15.Retention 6. Data 16.“Always on” recruiting 7. Communication 17.Compensation 8. Candidate slates 18.Outreach 9. Know your candidate 19.Open dialogue 10.Interviewers 20.Business diversity 17
RECOMMENDED ACTIONS 18
RECOMMENDED ACTIONS 19
RECOMMENDED ACTIONS 20
RECOMMENDED ACTIONS 21
BEST IDEA FOR YOUR FIRM: BRAINSTORMING ACTION PLANS 1. Review the item(s) from the list of 20 ideas that you selected as relevant for your firm. 2. Brainstorm for as many implementation ideas as possible in the three columns on your sheet. WHAT HAS BEEN TRIED WHAT SHOULD BE TRIED POSSIBLE OBSTACLES 22
TABLE DISCUSSIONS Go to the table where you have interest Table 1: Foundational Concepts Table 3: Networks Table 5: Talent Acquisition - Define diversity (1) - Culture vs. Policy (3) - Candidate slates (8) - Intersectionality (2) - Internal Networks (14) - Know your candidate (9) - Biases (4) - Cultural Taxation (13) - Interviewers (10) - “Always on” recruiting (16) Table 2: Communication Table 4: Measurement and - Outreach (18) Accountability - Storytelling (5) - Data (6) - Communication (7) Table 6: Talent Development - Compensation (17) - Open dialogue (19) - Returnship (11) - Business diversity (20) - Mentors and Sponsors (12) - Retention (15) 23
TABLE DISCUSSION INSTRUCTIONS 1. Each person shares their favorite ideas with the table. 2. You will have 25 minutes for discussion. 3. Each table will share one of their best ideas with the large group. 24
OVERCOMING OBSTACLES │ CIALDINI'S 6 PRINCIPLES OF PERSUASION when given a less availability gift│behavior│service can inspire people feel obligated more demand to give back people tend to follow people like to be consistent the lead of experts and with things that they have knowledgeable leaders previously said│done when uncertain, people prefer to say yes people look to the to those that they like actions│behaviors of others to guide their own Source: influenceatwork.com/principles-of-persuasion/ 25
PRACTICE WITH A PARTNER (OR 2) 1. Take a couple moments to think about what principles can be used to sell your idea. 2. You will have 7 minutes for discussion and practice in pairs/trios. Note feedback! 3. After the session, refine a plan for communicating about your idea. Commit in writing (through a note on your calendar) to move your idea forward when you return to the office. Don’t let perfection be the enemy of progress. -Unknown Just do it! -Nike 26
SPECIAL THANK YOU Chris Ailman, CFP Carrie Douglas-Fong Chief Investment Officer Associate Investment Manager CalSTRS CalPERS Dianne Sandoval, CFA Aeisha Mastagni Portfolio Manager Investment Manager, Trust Level Portfolio CalSTRS Management CalPERS Geraldine Jimenez, CFA Director of Investment Strategy & Risk CalSTRS 27
PUTTING IDEAS INTO ACTION: EXPERIMENTAL PARTNERS An opportunity for firms to implement the actions, report back on their effectiveness, and contribute to an updated version in the next two years. Commitments from firms: 1. Contact CFA Institute to express interest at diversity@cfainstitute.org. 2. Kickoff call with CFA Institute to answer questions. 3. Complete quarterly updates through December 2020. These can be accomplished through 30-minute calls CFA Institute can schedule or through forms. More details on the website: https://interactive.cfainstitute.org/DrivingChange. 28
Hosted with Sponsored by the CFA Institute CFA Montréal Women in Investment Management Initiative WOMEN IN INVESTMENT MANAGEMENT OPENING DOORS 18–19 September 2019 Montréal QC, Canada Register today at diversity.cfainstitute.org
CHRISTINE GOGAN Investment Director, CalPERS 30
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